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Governor Phil Murphy • Lt. Governor Tahesha Way

Wage & Hour Compliance

Forms and Publications

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The following materials are published by the New Jersey Department of Labor and Workforce Development, Division of Wage and Hour Compliance. If you have any questions about the materials, please contact us.

Workers’ Rights

Wage Complaints

Child Labor

Farm Labor

Minimum Wage

Earned Sick Leave

General information (06/21) (MW-569)

Detailed information

Information for employers

Handouts for parents

COVID-19 resources

Effective February 1, 2025, a contractor or subcontractor that is working on a “public work” project is required to hold a “mandatory orientation meeting” for each of its employees who will be performing work on that project. This form must be completed.

The Temporary Help Service Firm must complete the following form and give a copy to each Temporary Laborer upon assignment to a temporary position:

The third-party client must provide the following form to each Temporary Laborer who is contracted to work a single day, at the end of the work day.

Temporary Laborer Single-Day Work Verification Form (MW-51):

The Temporary Help Service Firm must provide the information contained in this form to each Temporary Laborer with each wage payment. The information may be provided either on the Temporary Laborer’s paycheck stub or by using this form.

Temporary Laborer Itemized Statement of Earnings, Hours & Deductions Form (MW-24):

Under the Service Employee Retention Law, P.L. 2023, c. 128, subject to certain limited exceptions, when an employer becomes the successor to a service contract at a covered location, the successor employer must give each service employee who was performing work for the predecessor employer at the covered location a written offer of employment and, if that offer is accepted, must retain the service employee at the covered location for 60 days or until the successor employer’s service contract is terminated, whichever is earlier.

Following is a link to the form that the successor employer must use to offer employment to affected service employees. 

The New Jersey Service Employee Retention Law is viewable pending publication here. The law contains definitions for the terms "employer," "service employee," "service contract," and "covered location."

The Service Employee Retention Law is not enforced by the New Jersey Department of Labor and Workforce Development (NJDOL). If you believe that you have been fired or laid off in violation of the Service Employee Retention Law, you have the right to file a private lawsuit in court, and, if successful, the court may order your reinstatement, and may award you back pay, liquidated damages, court costs and attorney’s fees. Information about how to file a private lawsuit can be found here.

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